HEALTH WEALTH CAREER
MERCER WEBCAST
REIMAGINING THE
C A N D I D AT E E X P E R I E N C E
TO ENHANCE EMPLOYER
B R A N D A N D E X PA N D T H E
TA L E N T P O O L
August 17, 2016
Yair Riemer, CMO CareerARC
Courtny Cloeter, Partner
Barb Marder, Senior Partner
T O D AY ’ S S P E A K E R S
Yair Riemer,
CMO CareerARC
CareerArc is the leading HR
technology company helping
business leaders recruit and
transition the modern
workforce. Our social
recruiting and modern
outplacement solutions help
thousands of organizations,
including many of the
Fortune 500, maximize their
return on employer branding.
© MERCER 2016
Courtny Cloeter
Partner
Courtny is the Growth Leader
for North American Talent.
He has executive oversight
of sales, marketing and is
responsible for the
development and execution
of North American growth
strategies. With over 25
years of business
management experience,
Courtny has worked with
various Fortune 500
companies in the
development and
implementation of complex
business solutions.
Barb Marder
Senior Partner
Barb is a Senior Partner of
Mercer and is the Global
Innovation Leader for
Mercer’s Talent business.
Barb’s responsibility is to
lead an innovation team and
oversee Mercer’s new talent
acquisition offering from idea
generation to product
development and
commercialization. Barb has
more than 30 years of
experience in all aspects of
Talent and Retirement
programs.
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W H AT W E ’ L L C O V E R T O D AY
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Global talent trends
Employer brand & improving the candidate
experience
3
Innovative ways to expand your talent pool
4
Q&A
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HEALTH WEALTH CAREER
MERCER IS A GLOBAL
FORCE OF OVER 21,000
UNIQUE INDIVIDUALS WITH
A PA S S I O N F O R
E N H A N C I N G T H E H E A LT H ,
W E A LT H A N D C A R E E R S O F
100 MILLION PEOPLE
WORLDWIDE. WE’RE
UNITED BY A SINGLE IDEA
– TO MAKE LIVES BETTER
TOMORROW THROUGH
A C T I O N S W E C A N TA K E
T O D AY
G L O B A L TA L E N T
TRENDS
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TA L E N T S C A R C I T Y
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Source: Mercer Talent
Trends Survey 2016
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FUTURE OF JOBS
35% OF CORE
SKILLS WILL
CHANGE BETWEEN
2015 AND 2020
C U R R E N T S TA B L E
JOBS WILL REQUIRE
DIFFERENT SKILL
SETS IN JUST A
FEW YEARS
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SKILLS
I N S TA B I L I T Y W I L L
BE HIGH FOR ALL
INDUSTRIES
REGARDLESS OF
THE EMPLOYMENT
OUTLOOK
CURRENT ROLES
ARE ALREADY HARD
TO RECRUIT FOR
Source: Mercer Talent
Trends Survey 2016
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I N C R E A S E D C O M P E T I T I O N F O R TA L E N T
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R E T H I N K Y O U R S T R AT E G Y
A S A W H AT ’ S AT S TA K E :
YOUR EMPLOYER BRAND
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C A N D I D AT E E X P E R I E N C E S T U D Y M E T H O D O L O G Y /
BACKGROUND
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JOB SEEKERS DON’T BELIEVE THEIR RESUMES ARE
BEING REVIEWED
[Job Seeker] When you don’t hear
back on the status of your
application, do you ever doubt that
a human being has reviewed your
application?
[HR] How likely do you think your
pre-screening tool might have
overlooked a qualified candidate?
Likely
Yes
Unlikely
No
0%
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20%
40%
60%
80%
0%
50%
100%
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J O B S E E K E R S A R E L E AV I N G N E G AT I V E F E E D B A C K
ONLINE ABOUT THEIR EXPERIENCE BUT EMPLOYERS
ARE IGNORING IT
[HR] Have you read at least one
piece of online negative feedback
about your applicant process?
[Job Seeker] Have you ever been
asked by an employer for
feedback on their candidate
process?
Yes
Yes
No
No
0%
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20%
40%
60%
80%
0%
50%
100%
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GOOD NEWS: EMPLOYERS PLAN TO INVEST MORE IN
C A N D I D AT E E X P E R I E N C E
[HR] How impactful do you think
enhancing the candidate
experience could help your
employer brand?
[Job Seeker] What is the one area
you would advise companies to
focus on that would improve your
candidate experience?
Better
communication…
Impactful
Not impactful
© MERCER 2016
99%
1%
59%
Improving the online
application interface
24%
Training managers
on interviewing skills
6%
Decreasing the
number of…
4%
None
3%
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HOW DO WE IMPROVE THE
C A N D I D AT E E X P E R I E N C E ?
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O N AV E R A G E
Did you know ...
219 applicants
only
is hired?
Source: WSJ Jobs2Web study, 2011
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R E V I E W S M AT T E R
75% of job seekers consider an employer’s brand before even applying for a job*
There will be a worldwide shortage of 18 million skilled workers by 2020**
With talent in the driver’s seat, they are asking,
“Is this company worthy of ME?”
Sources: * CareerArc “2015 Employer Branding Study”
** McKinsey Global Institute “Talent Tensions Ahead” http://bit.ly/22szdKa
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I T A L L S TA R T S W I T H A N I M P R O V E D D E C L I N E E M A I L
• Create empathy, backed by an
offer of feedback and resources
• Keep the candidate interested in
your company
• The “Ask” for a positive review on
Glassdoor
• Easy to implement
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R E I N F O R C E D W I T H A B R A N D E D C A N D I D AT E C A R E
PRODUCT
• Ability to customize logos, branding,
and messaging
• Custom name and URL
• World class resources to help
candidates improve
• A powerful tool for Candidates.
Those who activate find their next
job 3x faster than the national
average* - Thanks to you!
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I M P R O V E Y O U R B R A N D A N D B U I L D Y O U R TA L E N T
PIPELINE
• Strengthen and protect your
brand
• Keep candidates interested in
future opportunities
• Give your talent community
good reason to continue
advocating for your brand
Turning negatives into positives – Instead of creating brand bashers, you’re creating brand
evangelists. 218 “Silver Medalists,” who received a thank you / consolation prize – rather than
218 freshly disappointed candidates who let loose on social media.
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P O S I T I V E I M PA C T = P O S I T I V E F E E D B A C K
“I’ve never received anything of value from
a company that did NOT choose me…
wow! Thank you!”
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PREDICTIVE HIRING TO
E X PA N D Y O U R TA L E N T
POOL
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TRENDS AROUND THE GLOBE
I M P R O V E D C A N D I D AT E A N D J O B M AT C H I N G
REMAINS A TOP PRIORITY
SOCIAL:
MOBILE:
Expanding the talent
pool;
accessibility to
candidates
Increased focus on
candidate experience
MACHINE LEARNING
ALGORITHMS:
Better matching between
candidates and jobs
DIGITAL
MARKETING:
introduction of consumer
marketing principles;
candidate segmentation
and messaging
EMPLOYER
BRANDING:
Predominantly through
social media
DIVERSITY
RECRUITING:
Priority for larger
organizations
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BIG DATA:
Predictive hiring; datadriven
recruiting processes
GAMIFICATION
Candidate centric, instant
gratification, millions of
data points
Source: CEB/ LinkedIn 2015 global recruiting trends
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N E E D H E L P F I N D I N G TA L E N T ?
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C O M PA N Y R E C R U I T M E N T C H A L L E N G E S
EMPLOYER BRANDING & RECRUITING
I N A B I L I T Y TO C O N V E Y E M P L O Y E E VA L U E
PROPOSITION
ASSESSING QUALITY (TECHNICAL AND NON
T E C H N I C A L S K I L L S ) O F C A N D I D AT E S
UNABLE TO QUICKLY AND
EFFECTIVELY SORT
INTERNAL MOBILITY
LACK OF VISIBILITY OF INTERNAL ROLES
E X PA N D I N G T H E TA L E N T P O O L
L A C K O F Q U A L I F I E D , D I V E R S E C A N D I D AT E
PIPELINE, RECRUITMENT BRANDING
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IN THE PRESS
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C O G N I T I V E P R O F I L I N G AT T H E F O R E F R O N T
OF HIRING
“Becoming a great performer is becoming
less about what you know and more about
what you’re like”
- Fortune, 2015
“Empathy is the critical 21st century skill”
- Meg Bear, Group VP Oracle
“Ask employers which skills they’ll need
most in next 5 – 10 years – relationship
building, teaming, co-creativity, manage
diverse employees…”
- Oxford Economics research
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J O B S E E K E R S P L AY N E U R O S C I E N C E G A M E S A N D
A R E M AT C H E D T O C A R E E R S A N D C O M PA N I E S
PLAY GAMES
W H AT I S Y O U R
CAREER DNA?
Call Center
Sales
Financial
Analyst
HR
MATCH TO CAREERS
AND JOBS
You
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W H AT I S A N E U R O S C I E N C E G A M E ?
S E R I E S O F S H O R T, F U N G A M E S T H AT TA K E
ABOUT 25 MINUTES TO COMPLETE
Balloons – choose to pump the balloon and risk the balloon or stop and collect money
Eyes– select the emotion expressed by eyes
Trait ‐ Risk Learning from High Risk Situations
Trait ‐ Emotion Identification from Eyes
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T H E G A M E S I N S TA N T LY I D E N T I F Y O V E R 9 0
U N D E R LY I N G T R A I T S T H AT P R E D I C T F I T
COGNITIVE TRAITS
Processing speed
Continuous attention
Impulsivity
Working memory
Memory span
EMOTIONAL TRAITS
Risk profile
Reward sensitivity
Perseverance
Emotional sensitivity
Emotional identification
Cognitive flexibility
Creativity
Pattern recognition
Trust
Ability to avoid distraction
Cognitive control
Planning
Sequencing
Learning
© MERCER 2016
Altruism
Tolerance for ambiguity
Ability to delay gratification
Learning from feedback
Learning from mistakes
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M AT C H I N G B A S E D O N A C T U A L B E H AV I O R S I N S T E A D
OF KEYWORDS FROM A FUZZY JOB DESCRIPTION
Call Center Service Rep –
Traditional Job Description
Call Center Service Rep –
Mercer Match Profile
•
Excellent written and verbal communication skills
to effectively interact with customers
•
Maintain the same level of attention, even during
repetitive activities
•
Excellent organizational and time-management
skills to handle multiple tasks
•
Give the same level of effort regardless of rewards
and probability of success
•
Detail oriented to ensure accuracy
•
•
Above average problem solving skills to resolve
customer service issues
Be generous, have empathy and compassion towards
others; have the ability to put yourself in others’ shoes
•
Be comfortable with multi-tasking
•
Go beyond training script; able to think on your feet
•
Process information at a stable pace regardless of
situations
•
Basic computer skills and the ability to navigate
through multiple systems without assistance
•
Appropriate license must be obtained if necessary
for position
•
Core competencies include:
• Communicating with Impact
• Critical Thinking & Problem Solving
• Service Orientation
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P R E D I C T I V E H I R I N G TO O L S S AV E R E C R U I T E R S T I M E
& R E D U C E S P E N D O N “ P O S T & P R AY ” J O B B O A R D S
This approach helps you…
ROI – Recent Pilot Results
Save time
•
•
a 5 -10x reduction in the number of resume
reviews necessary
Reduces interview to hire ratio from 38 to 6
Reduce spend on other job boards for
posting sales roles
•
Cost savings
Improve diversity hiring
•
Achieved 50:50 gender parity vs. 80:20 prior
without compromising candidate quality
Smarter business partner
•
Improve speed to hire, quality of hires
Improve Retention
•
29% increase in 90 Day Retention
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QUESTIONS
Please type your question in the
Q&A section of the toolbar and
we will do our best to answer it
While in full-screen mode,
simply use the Q&A button on
the floating panel on the top of
your screen
While in half-screen mode, use
the Q&A panel on the bottom
right-hand side of your screen
© MERCER 2016
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SPECIAL OFFER
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• 60 days Free trial http://bit.ly/2bfyZmJ
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• Post your Sales or
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